Retention and Separation Paper

In: Business and Management

Submitted By dawncooper
Words 830
Pages 4
Retention and Separation

Dawn Cooper

HRM/322

Susan Plotts

April 2, 2012

Retention and Separation

Retention pertains to ensuring that employees are active and productive within the organization. Separation occurs when an employee leaves on his or her own accord and is known as voluntary separation, or when an employee is asked to leave and is known as an involuntary separation. Either one requires a specific process. The issue here is to determine how to cope with a somewhat disgruntled employee named John. John is highly skilled and a hard working individual who has become disruptive to his teammates, among other things, and termination is inevitable.

The Issue

John has been working for the organization for two years, is highly skilled, and performs well. Although John has been recognized for his specific talents, he has developed some issues that must be addressed immediately. John is late for work every day, has become unmotivated, is disrespectful to coworkers and supervisors, and occasionally disappears for any length of time. These actions are affecting his teammates as well as the organization itself and can no longer be tolerated.

Up to this point, John has been an excellent employee with satisfactory to above-average performance reviews. However, John has become discontent with his environment. Recently John was approached by a supervisor named Bill about such issues as hiding in closets when he should be working. John became upset with Bill leaving Bill no option but to take the matter to HR for assistance with termination. Bill has taken every step to try to resolve the issue with John to no avail.

Retention Initiative

Retention initiative may be the best initiative for addressing the situation with John. People work for many reasons, but mostly for money. An employee should be proud of his or…...

Similar Documents

Manager Retention

...UNLV Theses/Dissertations/Professional Papers/Capstones 5-1-2007 Manager retention and the Steamboat Ski Resort Michael D. Gumbiner University of Nevada, Las Vegas Follow this and additional works at: http://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons, and the Work, Economy and Organizations Commons Repository Citation Gumbiner, Michael D., "Manager retention and the Steamboat Ski Resort" (2007). UNLV Theses/Dissertations/Professional Papers/ Capstones. Paper 481. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact marianne.buehler@unlv.edu. MANAGER RETENTION AND THE STEAMBOAT SKI RESORT by Michael D. Gumbiner Bachelor of Arts California State University Fullerton 1987 A professional paper submitted in partial fulfillment of the requirements for the Master of Hospitality Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas May 2007 1 PART ONE Introduction The material for this paper centers on the Steamboat Ski Resort Corp. The ski resort was chosen for this study because of its need for a management retention plan. Steamboat was ranked as a top 10 international ski resort in......

Words: 9335 - Pages: 38

Retention Policy

... Send to Friend |  Print | ? Contact Us | EES Retention Policy | The Elsevier Editorial System (EES) Retention Policy outlines how long files are retained in EES. This applies to submissions for which a final disposition has been set, and incomplete submissions which have not been touched by the author for a given number of days. The following retention policy is in place in EES for all journals: 1. Article information (the submission metadata, including Reviewer Attachments) will be stored indefinitely in EES.  2. Source files for accepted articles will be removed from EES three months after the paper has been finalised in the system (accepted and sent to production). These are basically all the files uploaded by the author (or the editor) e.g. manuscripts, figures, tables, companion files etc.  3. Submission PDFs (PDFs created by EES) will be kept for one year, after which they will be deleted.  4. Source files for rejected and withdrawn manuscripts will be deleted three months after the manuscript reaches the appropriate final disposition status (the end of the peer review lifecycle).  5. Submissions that are removed by the Author or the Editor at the beginning of the editorial process will be deleted immediately. 6. Incomplete Submissions: Author will receive an alert after 60 days of inactivity. After 90 days of inactivity, the PDF and source files will be deleted. When an incomplete submission remains inactive after 60 days, the following alert is......

Words: 4683 - Pages: 19

Nurse Retention

...RETENTION RESEARCH PAPER Nurse Retention 07/28/08 Contents Introduction Literature review Plan of action Discussion Conclusion Introduction The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction. Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several factors that contribute to hospitals currently high......

Words: 1632 - Pages: 7

Retention Paper

...Retention Management Recruitment, Selection and Placement   ABSTRACT This research paper covers the retention management process, as it pertains to business. The two types of turnovers, involuntary and voluntary, will be explained, along with the cost and consequences of each. Also covered are reasons why employees are discharged. Details of why companies downsize will be reviewed. Statistical information is noted throughout the paper. Finally, it will reflect on what happens when an employee leaves a company and the reasons why. Saint Leo’s core value of excellence should be incorporated into every business and organizations policies and procedures and be a fundamental component of the retention management process. Has it ever crossed your mind, why your fellow co-worker, lost his or her job? You may ask, “were they fired?” This situation is classified as a turnover. There are different types of turnovers and they are conducted in different manners. The main three are voluntary, discharge, and downsizing. Each explains if an employee is leaving a job for good, if they have been fired or if they are asked to leave in order to benefit them for the better. Voluntary turnover is connected with involuntary turnover. Under voluntary it holds both avoidable and unavoidable turnover. Involuntary holds both discharge, and downsizing in it. The first type of turnover is called voluntary or involuntary. This is either divided into......

Words: 2441 - Pages: 10

Employee Retention Paper

...Employee Retention at JD's Casino PSY 435 May 13, 2013 Employee Retention at JD's Casino Employee retention should be a high priority for any company because the lower their turnover rate the higher their profits. One of the most expensive costs in doing business is employee turnover (Employee Retention, 2007). Meaning, the more a company has to pay for training new employees, the less their overall profit will be at the end of the fiscal year. A few things that may interfere with employee retention are occupational stressors, employee’s job satisfaction, and counterproductive employee behavior. Although there may be several items that interfere with employee retention, there are also many work motivation theories that an organization can use to assist in retaining their employees; two examples would be goal-setting theory and reinforcement theory. JD’s Casino has a few job related stressors that could be a cause for concern; however, formulating a plan to reduce those by applying work motivation theories will be useful with employee retention at JD’s Casino. Occupational Stressors Occupational stressors are a major concern for health issues and a number of different problems within the workplace, such as substance abuse, physical illness, and family problems. (“Physiology of Job Stress,” 2009). These stressors are often liked to work related problems like absenteeism, low production rates, and more accidents (“Physiology of Job Stress,” 2009). One occupational......

Words: 1730 - Pages: 7

Separation of Powers

...Separation of power in Africa and their Limits Introduction. According to the online business dictionary, Separation of Powers is a constitutional principle that limits the powers vested in any person or institution. It is this principle that divides government authority into three branches namely the Executive (President or Prime Minister and the cabinet), Legislature (Parliament or Senate) and the Judiciary (Chief justice and other Judges).   From this definition, Separation of Powers entails that each organ of the state, namely twill perform its functions without undue interference from the other organs. Each organ therefore, should be left to do what is assigned to it under the constitution. If any organ is not performing well it ought to be reminded and its performance monitored by way of accountability. This is not interference but a system of checks and balances in the interest of good government. But separation of powers does not mean insulation of powers because the three organs of the State, particularly the Executive and the Legislature, are at one level or another bound to interact and indeed complement each other in the running of the affairs of the State (World bank, 1992). In essence, the doctrine of separation of powers is that for a free and democratic society to exist there must be a clear separation between the three branches of government, namely:- The Executive This is the branch that executes the business of government. It comprises the President,......

Words: 1327 - Pages: 6

Retention

...Employee Retention, Engagement, and Careers Chapter 9 offers some good advice and tools for managing careers. We will discuss building effective communications through fair treatment programs and employee discipline. In addition we will discuss proper handling of dismissals and separations, including retirement. In recent years, many employees from the “baby boom” generation have taken early retirement. However, experts believe the next generation will have to work longer than they would wish in order to fund those who are retiring now.  The Social Security Administration has increased the age at which future generations will be eligible for benefits. Management will need to find ways to stimulate career interests of older employees to keep them motivated and productive. Firms also will need to find ways to ease labor shortages by attracting those to return who already have retired.  Let’s discuss these and other issues. Learning Objectives By the time we have finished this chapter you will be able to: 1. Describe a comprehensive approach to retaining employees. 2. Explain why employee engagement is important, and how to foster such engagement. 3. Discuss what employers and supervisors can do to support employees’ career development needs. 4. List and discuss the four steps in effectively coaching an employee. 5. List the main decisions employers should address in reaching promotion decisions. 6. Explain the factors you would......

Words: 3579 - Pages: 15

Retention

...RETENTION:- Retention management is the latest and most pressing problem of the new Millennium. Each and every business in this economy has now become knowledge based. It has therefore become essential for the top management to preserve the dynamic repositories of learning, which are their employees. Staff retention in the current economic environment is a major challenge. The major focus for employees in hyperinflation environment is survival. If the organization cannot provide enough to enable the employee to survive, the employee is likely to look elsewhere for survival. However if organizations manage to identify causes of staff turnover that they can control, they should target those areas for change or making improvements. Retention: The Secret According to Apple Company • Treat Your Employees Well. Meaning pay them what they are worth. Provide them with benefits that are customized to their individual needs holding onto your best talent using all means necessary. And by all means necessary, mean conversations, empowerment, and development. Involve your employee in the process. Let them drive their own career, and when it’s time to leave, let them go. • Hire Free Agents. If an employee model isn’t successful, consider bringing on free agents and contract labor to fill gaps. Benefits are no longer an issue and hourly rates dictate the marketplace. Free agents make their own rules working on more of a project basis instead of as an employee and often times......

Words: 340 - Pages: 2

Separation of Power

...SEPARATION OF POWER: A COMPARATIVE STUDY INTRODUCTION The research topic deals with the concept of „the separation of powers. The researcher would like to highlight the concept of separation of powers and then gradually comes to the point separation of powers in England and US. After that the researcher would like to articulate the separation of powers in India. The doctrine of “the separation of powers” as usually understood is derived from Montesquieu whose elaboration of it was based on a study of Locke’s writings and an imperfect understanding of the eighteen century English constitution. Montesquieu, a research scholar, conceived the principle of separation of power. He found that concentration of power in one person or group of persons resulted in tyranny. He therefore, felt that the governmental power should be vested in three organs, the legislature, the executive and the judiciary. The principle can be stated as follows: (1) Each organ should be independent of the other; (2) no one organ should perform functions that belong to the other. Lock and Montesquieu derived the contents of this doctrine from the developments in the British constitutional history of the early 18th century. In England after a long war between parliament and the King, they saw the triumph of Parliament in 1688 which gave Parliament legislative supremacy culminating in the passage of the Bill of Rights. This led ultimately to recognition by the King of legislative and tax powers of...

Words: 3396 - Pages: 14

Improving Organization Retention Paper

...Improving Organization Retention Paper Tina M Link PSY 435 Feb 2, 2015 Christopher Reid Improving Organization Retention Paper JC’s Casino is the biggest casino’s that has full service and a great casino in Las Vegas, Nevada. Many business in the area has acknowledged JC’s Casino as a welcoming and accommodating work environment; with excellent wages, generous benefits, and a dedication for advancement for the employee’s. Lately JC’s Casino has come across some problems with the housekeeping staff, and casino dealers. JC’s Casino has hired on a consultant to assist with retention and work problems. This consultant will focus on both areas by pointing out all the problems and work stressors. They will make suggestions, and apply new job motivation strategies to assist with the retaining of employees and recruitment procedures. The consultant will assist by teaching group management to help highlight job gratification by decreasing all the counterproductive actions, and assist them by supporting productive ones. By gathering all information from HR (human resources), and housekeeping director it has been confirmed that JC’s casino’s main issues is employee related. An elevated retention level for both of these areas has decreased amount of workers, and has caused problems amongst employees and managers. To further investigate the problem the consultant has reviewed the exit interviews, done interviews with the housekeeping, and casino dealers to find out what......

Words: 1758 - Pages: 8

Training and Retention - Research Paper

...Training and Retention Mary F. Chapman University of Maryland University College AMBA 600 Executive Summary I work in the new homebuilding industry - an industry that has a fair bit of turnover amongst its’ sales teams. While sales representatives typically remain in home sales for their professional careers, they often switch between builders, and even out of the industry to general brokerage at some point in their career. As a 10+ year seasoned sales representative, I have seen far too many quality representatives leave my company to start over with another builder, or other industries altogether. It truly is a shame, as many of these representatives would have generated an incredible amount of income for themselves, as well as profit for the builder, had they given themselves the proper opportunity. I am proposing that proper training and sales management involvement could single-handedly improve retention amongst the sales team. In this paper I intend to explore the costs associated with employee turnover, the role of middle management during the selection process and thereafter throughout training, as well as training procedures and policies that could be implemented to help lessen turnover. Lastly, I intend to explore how my company will improve as a result of higher retention of its’ sales professionals. Retention of sales professionals has become one of the most taxing issues facing sales managers of today, particularly due to the costs associated......

Words: 1682 - Pages: 7

Volutary Separation

...| | |Impact and Costs of Voluntary Separation | |MGMT 430 | | | | | | |12/12/2012 | | | Every executive should recognize the need for not only satisfied loyal customers, but also satisfied loyal employees as they are both equally important resources and are key to the organization’s success. Therefore, keeping satisfaction amongst the organization’s employees should radiate satisfaction amongst the organization’s......

Words: 956 - Pages: 4

Retention

...Employee Retention Executive Leadership BY: Michael D. Jackson Assistant Fire Chief Department of the Air Force Mercury NV An applied research paper submitted to the National Fire Academy as part of the Executive Fire Officer Program March 1999 2 ABSTRACT Over the last five years (1993-1998), twenty-one members of the Range Complex Fire Department (RCFD) have left for various reasons. The problem is that because of a reduced personnel budget the department has not been allowed to replace all of the members that have left. The ensuing reduction in staffing has resulted in a fire station closure and a reduction in customer service. Operationally this reduction has resulted in increased response times, reductions of vehicle staffing and increases in overtime. The purpose of this paper was to identify why personnel were leaving the department and to suggest ways to improve employee retention. Descriptive and evaluative research methods were utilized to answer the following research questions: 1. 2. 3. Why have members left the Range Complex Fire Department? In general, why do employees leave the fire organizations they work for? What does the upper management team of the RCFD believe are the reasons personnel are leaving the department? 4. What retention programs are used by other federal fire departments? To identify why employees were leaving the RCFD nine interviews were conducted with former employees that had left the department in the last five years. A......

Words: 5356 - Pages: 22

Psy 435 Week 4 Individual Improving  Organization Retention Paper

...PSY 435 Week 4 Individual Improving  Organization Retention Paper To Buy This material Click below link http://www.uoptutors.com/PSY-435/PSY-435-Week-4-Individual-Improving-Organization-Retention-Paper Read the following scenario: You are an independent consultant who has recently been hired by JC’s Casino to help improve retention issues concerning the dealers and housekeepers.  Most of the dealers have been leaving the casino to work at other casinos in the area, even though JC’s Casino pays better than their local competition.  On several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.”  Joe is the casino owner’s step-son and the HR director, Tom Sneed, is afraid to confront the owner. Among the housekeeping staff, there has been an above normal rate of absenteeism and high turnover of rooms.  Many of the managers who work in accounting, payroll, and other departments have had to ask their full-time employees to help cover for housekeeping by cleaning rooms periodically.  Because of this problem, the hotel has had to adjust their check in times from 3 p.m. (the industry standard) to 6 p.m.  Customers have arrived earlier and the hotel has had to accommodate them by creating a room to hold luggage.  They have also had to hire staff to man the luggage room. The director of housekeeping, Andrew Keehn, has been working hard to add more staff but he states “good help is hard to find.”  The......

Words: 492 - Pages: 2

Retention Management

...Chapter 14 Retention Management Turnover and Its Causes True / False Questions 1. There are several positive, functional outcomes of employee turnover. True False 2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment. True False 3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job. True False 4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee. True False 5. Employees who have a high intention to quit necessarily end up quitting their jobs. True False 6. Desirability of movement is a weak predictor of voluntary employee turnover. True False 7. Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job. True False 8. Discharge turnover is primarily due to extremely poor person/organization matches. True False 9. Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed. True False 10. Of the three types of employee turnover, discharges are the most prevalent. True False Multiple Choice Questions 11. The types of employee turnover include ___________. A. voluntary B.......

Words: 4750 - Pages: 19